發(fā)布時間：2018-06-12 10:59

  本文選題：電力企業(yè) + 員工培訓(xùn)　； 參考：《西安建筑科技大學(xué)》2017年碩士論文

【摘要】：對企業(yè)而言員工培訓(xùn)不僅是開發(fā)人力資本的主要方式,還是企業(yè)人力資本增值與組織效益提升的重要手段。而在人力資源培訓(xùn)工作當(dāng)中,培訓(xùn)效果評估又是一項(xiàng)非常重要的步驟,在培訓(xùn)結(jié)束后實(shí)施有效的評估可以充分有效地揭示培訓(xùn)取得的效果和存在的問題,對培訓(xùn)質(zhì)量和企業(yè)發(fā)展有著積極的作用。但是目前A電力公司完善的培訓(xùn)評估體系尚未建立,培訓(xùn)效果評估工作停留在滿意度(一級)評估和培訓(xùn)后考試(二級)評估,培訓(xùn)效果評估的深度、廣度、有效性不足,嚴(yán)重地影響著企業(yè)培訓(xùn)的效果。因此,需要進(jìn)行行為層(三級)評估工作,構(gòu)建一個完善、科學(xué)、實(shí)踐性強(qiáng)的培訓(xùn)效果三級評估體系,這對于企業(yè)的長期發(fā)展來說具有十分關(guān)鍵的意義。在本研究中,筆者主要將A電力企業(yè)員工培訓(xùn)效果三級評估體系作為研究對象。首先通過對企業(yè)培訓(xùn)評估現(xiàn)狀及國內(nèi)外培訓(xùn)評估研究理論的深入分析,其次基于培訓(xùn)效果評估模型的優(yōu)缺點(diǎn)比較研究,構(gòu)建了基于柯氏模型的A電力公司培訓(xùn)效果三級評估指標(biāo)體系和評估模型。最后選取“自動化運(yùn)維”和“班組長素質(zhì)能力提升”兩個培訓(xùn)項(xiàng)目進(jìn)行三級評估實(shí)踐,實(shí)證了應(yīng)用中評估指標(biāo)的篩選及評估實(shí)施的思路和具體方法,并為A電力公司員工培訓(xùn)及效果評估工作提供了合理化建議。研究結(jié)果提供了一個理論聯(lián)系實(shí)際的應(yīng)用思路,總結(jié)出一套具有可操作性的培訓(xùn)效果三級評估方法,克服了三級評估指標(biāo)“空心化”現(xiàn)象。本研究創(chuàng)新之處在于,基于柯氏模型構(gòu)建了適用于A電力公司培訓(xùn)項(xiàng)目三級評估模型及指標(biāo)體系。并在A電力公司管理類和技術(shù)技能類項(xiàng)目培訓(xùn)中進(jìn)行應(yīng)用研究,完善現(xiàn)有培訓(xùn)效果評估工作的不足。
[Abstract]:For enterprises, employee training is not only the main way to develop human capital, but also an important means to increase the value of human capital and enhance the efficiency of organization. In the training of human resources, training effectiveness assessment is also a very important step. The implementation of effective evaluation after training can fully and effectively reveal the effects and problems of training. It has a positive effect on training quality and enterprise development. However, at present, the perfect training evaluation system of A Power Company has not been established, the training effect evaluation work stays at the satisfaction (level 1) evaluation and the post-training examination (level 2) evaluation. The depth, breadth and effectiveness of the training effect evaluation are insufficient. Seriously affect the effect of enterprise training. Therefore, it is necessary to carry out the evaluation work of behavior level (three levels) and construct a perfect, scientific and practical three-level evaluation system of training effect, which is very important for the long-term development of enterprises. In this research, I mainly take A electric power enterprise employee training effect three-level appraisal system as the research object. First of all, through the in-depth analysis of the current situation of enterprise training evaluation and the domestic and foreign training evaluation research theory, then based on the comparative study of the advantages and disadvantages of the training effect evaluation model. A three-level evaluation index system and evaluation model for training effect of A power company based on Cor's model are constructed. Finally, two training projects, "automatic operation and maintenance" and "improving the quality and ability of team leader", are selected to carry out the three-level evaluation practice, which demonstrates the selection of evaluation indicators and the implementation of the evaluation in the application of the train of thought and specific methods. It also provides reasonable suggestions for employee training and effect evaluation in A Power Company. The results of the study provide a theoretical and practical application train of thought, summarize a set of operable three-level evaluation method of training effect, and overcome the phenomenon of "hollowing" of the three-level evaluation index. The innovation of this study is that a three-level evaluation model and index system for A power company training project are constructed based on Koch model. And in A power company management and technical skills project training in the application of research, improve the existing training effectiveness evaluation work deficiencies.
【學(xué)位授予單位】：西安建筑科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.61

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本文編號：2009439